{"id":3792,"date":"2024-01-12T17:43:00","date_gmt":"2024-01-12T21:43:00","guid":{"rendered":"https:\/\/iamovers.org\/?post_type=news&p=3792"},"modified":"2024-08-27T04:35:48","modified_gmt":"2024-08-27T08:35:48","slug":"u-s-department-of-labor-worker-classification-independent-contractor-rule-finalized","status":"publish","type":"news","link":"https:\/\/iamovers.org\/news\/u-s-department-of-labor-worker-classification-independent-contractor-rule-finalized\/","title":{"rendered":"U.S. Department of Labor – Worker Classification\/Independent Contractor Rule Finalized"},"content":{"rendered":"\n

Final Rule Scheduled to Take Effect March 11th.<\/em><\/p>\n\n\n\n

Earlier this week, the Department of Labor finalized their pending Worker Classification Rules<\/a>, which outlines factors employers must consider when determining whether or not their worker is a company employee, or may be classified as an independent contractor.<\/p>\n\n\n\n

IAM had submitted earlier comments<\/a> to the Department, requesting that a worker\u2019s classification place significant and appropriate weight to an individual\u2019s nature and control over their work, as well as their opportunity for profit or loss. As we explained in our comments, these two factors accurately reflect the business reality of today\u2019s current work environment and provide the needed flexibility for both workers and companies to operate in an effective and efficient manner.<\/p>\n\n\n\n

However, the final rule reverted back to an earlier set of six factors (referred to collectively as the \u201ceconomic realities\u201d test), providing equal weighting for each one when considering a worker\u2019s status.<\/p>\n\n\n\n